• Korea Journal of Hospital Management
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• v.15 no.3
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• pp.97-122
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• 2010

This research investigated the effect of leadership on organizational effectiveness in the public hospital. As a result of multi-regression analysis based on the data of 384 employees in 5 public hospitals in Korea, transformational leadership positively affected organizational commitment and job satisfaction. Transformational leadership had a significantly negative effect on turnover intention. Transactional leadership had a significantly positive relationship with organizational commitment and job satisfaction. This study has means that was first analysed relationship between the leadership style and organizational effectiveness of public hospital in Korea. The difference that demographic variables have on organizational commitment, job satisfaction, and turnover intention examined. Variables like gender and type of occupation have a significant difference.

• Journal of the Korea Convergence Society
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• v.11 no.6
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• pp.269-279
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• 2020

The leader has an indispensable role in the enterprise. This article takes transformational leadership as the research object and introduces job satisfaction and job performance as variables. It is aimed to explore the impact of various dimensions of transformational leadership on employee performance and satisfaction, and to try to find the acting mechanism of the effect of transformational leadership on employee performance. The study used a questionnaire survey method and SPSS23.0 for statistical analysis. Through the analysis of 378 questionnaire surveys, it was found that the four constituent variables of transformational leadership would have different degrees of influence on job performance and satisfaction. Enterprise leaders should put emphasis on the choice of leadership style and pay special attention to the work attitude of employees. This study provides useful enlightenment for companies to carry out human resource management work. However, this study did not verify whether job satisfaction has an intermediary role in between transformational leadership and job performance, which is also an area that needs to be further studied in the future.

• International Journal of Contents
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• v.6 no.2
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• pp.21-27
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• 2010

This paper compares and contrasts four different kinds of leadership models in Design Management. Similarities and differences between these four models in contemporary leadership issues and challenges are analyzed and described. Each model will demonstrate the effects of leadership and how these leaders use the different approaches to develop their leadership style in their design field. This paper proposes that contemporary leadership in Design Management involves a unique bonding among leaders and followers, and more flexible and developed leadership will continue in the understanding and skill with which applying to the dynamic of organization change. The results and application of each model's assessment indicate a team of leaders that are capable of achieving excellence through their combined talents and vision to achieve in design fields using their potential inability of their own leadership.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.12
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• pp.5550-5557
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• 2011

These days, the hospital management are paying more and more attention to the issue about the increasing employee's turnover ratio in hospital. Such issues are very important because the high turnover ratio reduce the productivity and morale of remaining workers, and means the unavoidable drainage of the accumulated know-how and technology of the hospital to the outsides. The result of such a negative development means the loss of competitive advantage compare to other hospitals. The purpose of this paper is to investigate how the management's leadership style influence on the job-satisfaction for the employees and the employee's turnover intension. At this time we will refer the effect of the hospital brand image as moderator. The result of this study could present the guide line to the hospital managers about the desirable leadership style to enhance the employee's productivity and also to reduce the turnover intention ratio.

• East Asian Journal of Business Economics (EAJBE)
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• v.11 no.3
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• pp.37-45
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• 2023

Purpose - This research contributes to the existing literature by shedding light on a unique intersection of creativity and leadership, carving out a niche that calls for further exploration. Thus, this study addresses the questions regarding how creative leadership manifests within the context of art education and what the distinct types of business leadership from applying creative leadership principles are in art education? Research design, data, and methodology - This research is made up of two stages to collect textual data from the literature. The first stage involves screening titles and abstracts to weed out studies that overtly lack alignment with the research's focus. The second stage involves a full-text review of the remaining studies to ascertain their suitability based on the research objectives. Result: There are four types of business leadership on Creative Leadership in Art Education, such as Visionary Artistic Leadership, Collaborative Expressionist Leadership, Adaptive Impressionist Leadership, Experimental Abstract Leadership, Experimental Abstract Leadership. Conclusion - The research could conclude that 'Visionary Artistic Leadership' offers practitioners a compelling strategy for igniting innovation within their teams and organizations. HR practitioners can foster a culture of daring creativity by encouraging leaders to embrace visionary thinking. To implement this style, HR professionals can nurture individuals strongly inclined towards innovative ideation.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.1
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• pp.45-53
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• 2009

Purpose: This study was to analyze the relationship between head nurse's leadership, staff nurse's health promotion life style and job satisfaction and nursing work performance. Method: The duration for investigation took place from September 11 to 29, 2006 and 501 staff nurses. Results: Nursing work performance of 3 groups of nurses that group of nurses who evaluated leadership of head nurse is high in authority aspect but is low in harmony aspect(p<.05), group of nurses who evaluated leadership of head nurse is low in authority aspect but is high in harmony aspect(p<.01), and group of nurses who evaluated leadership of head nurse is high both in authority aspect and in harmony aspect(p<.001), was all statistically much higher than group of nurses who evaluated leadership of head nurse is low both in authority aspect and in harmony aspect. Conclusion: nursing work performance of staff nurses are compositively affected by social psychological factor such as job factor, health promotion conduct, and job satisfaction and leadership factor of head nurse.

• Journal of the Korean Society of Food Science and Nutrition
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• v.34 no.5
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• pp.667-673
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• 2005

The purposes of this study were 1) to analyze the preference of leadership style among ${\lceil}$Transformational leadership$\rfloor$ and ${\lceil}$Service leadership$\rfloor$, 2) to examine the differences of the job satisfaction between the high level of service leadership group and low level of the service leadership group and 3) to testify the hypothesis that the service leadership and its 4 elements (belief, attitude, ability, insight) affect the job satisfaction. The questionnaires were developed to measure the service leadership, the preference of leadership style (transfer-mational leadership and service leadership) and Job satisfaction. The surveys were distributed to 120 managers and employees in the family restaurant in Korea, and 104 questionnaires were responded (response rate: $86.7\%$). The SPSS 12.0 package program was used to conduct the descriptive analysis, correlation analysis, t-test and multiple regression analysis. The result of leadership style preference showed the followers preferred the service leadership $(75.0\%)$ to the transformational leadership $(25.0\%)$. Comparing the job satisfaction of high level of service leadership group and that of low level of service leadership group, the job satisfaction of high level of service leadership group was significantly (p<0.001) higher than that of low level of service leadership group (high level of service leadership group: 4.03, low service leadership group: 3.27, measured on a 5-point likert scale). All three factors of job satisfaction (human factor, service system and company image) in high level of leadership group were significantly (p<0.001) higher than those of lower level of service leadership group. The result of multiple regression analysis presented that the service leadership and it's 4 elements (concept, mind, skill, insight) have significant (p=0.000) effects on the job satisfaction. As a conclusion, we examined theoretical framework of service leadership model and testified the applicability in the field of family restaurants. But the service leadership was the new conceptual theory, so there should be the more empirical studies on managers and employees in the service industry.

• The Journal of the Korea Contents Association
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• v.16 no.9
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• pp.105-116
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• 2016

The purpose of this study is to increase the long term care service quality. This study examines how leadership style and organizational commitment can effect service quality. The basic data has been made by 318 long-term care workers. Major findings are reported: transformational leadership effects affective commitment, normative commitment, continuance commitment and service quality. And transactional leadership effects continuance commitment, too. Espicially, the mediating effects of normative commitment in the relationship between transformational leadership and service quality were verified. These results have implications for the applications of transformational and transactional leadership and on human resource management and suggest on the support policy.

• Journal of Fashion Business
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• v.20 no.2
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• pp.149-164
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• 2016

The purpose of this study was to analyze the cases of IMF Managing Director Christine Lagarde to discuss power dressing characteristics represented in the fashion style of women political leaders. Study methods included literature reviews on the theoretical background of Christine Lagarde's Political Leadership formation and the power dressing of women political leaders. The results of the study were as follows. First, governor Christine Lagarde's fashion styles worn at formal events were summarized into suits, bags, scarves and jewelry. Clothing type was found to be 98% suits, 5% dress with the colors black, gray and white being worn the most, 84% were achromatic, blue tones and vivid tones were about 16%. Faborite accessories included scarves, jewelry and luxury bags. Scarves were higher frequency utilization at 51% of the total wear. Second, characteristics of power-dressing appearring as fashion styles were summarized as wealthy, honorable, having political power, being, charismatic or, feminine. Luxury suite luxury brands holds a sense of power with many believing they wealth, honor and charisma. Luxury bags, V-zone ornaments of scarves and, jewelry are items of power that people often wear in order to charisma and a symbol of power. They are also, used as an important element in portraying confidence and leadership as IMF governors.

• Journal of the Korean Society of Clothing and Textiles
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• v.22 no.7
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• pp.931-941
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• 1998

The purpose of this study were 1) to identify the effects of the self-efficacy, sensation seeking and delinquency on female adolescents' clothing behavior, and 2) to identify the differences in self-efficacy, sensation seeking, deliquency and clothing behavior in relation to the demographic variables. The data were collected from 435 high school girls living in Seoul, via a self-administered questionnaires, and were analyzed by factor analysis, Peason's correlation, multiple regression, one-way ANOVA and SNK test. The result of this study were as follows: As the result of analyzing the effects of self-efficacy, efficacy, sensating seeking and delinquency on each of clothing behavior variables, fashion leadership was explained by the factors such as social self-efficacy, delinquency and boredom susceptibility, and psychological clothing dependence by boredom susceptibility, social self-efficacy, and thrill and adventure, clothing exhibition by boredom susceptibility, delinquency, and general self-efficacy, social approval by boredom susceptibility, and general self-efficacy, preference for up-to-data style by delinquency, boredom susceptibility by delinquency, boredom susceptibility. There were significant differences between the two types of school in general self-efficacy, thrill and adventure, experience seeking, delinquency, preference for up-to-data style, and appearance related delinquency. Location of school had the effects on experience seeking, delinquency, fashion leadership, and appearance related delinquency, and socioeconomic status on fashion leadership.